ENABLING LEADERSHIP ACROSS THE IT DOMAIN

"You can't teach what you don't know, and you can't lead where you won't g"

-Jesse Jackson

New Social Structures Are Generating New Leadership Styles

Every era marks different types of leadership - with variations in hierarchical power, distinguished skill sets and attitudes, and different institutional motivations. The new social structure and strata is sensing crucial vibes alike the transformation from agro-based aura to commercialized societies. The current era lies on the boundary of a transitional phase from an industry oriented society to a post-industrial or digital society. This transition gets its clear reflection on the leadership pattern evident today.

The contemporary society of 21st century so formed - which is varyingly known as info-tech leaning society, networking society etc is manifested by four major operational modifications redefining the leadership paradigm. These include -

Greatly scattered and lessly tiered structural systems creating enhanced measure to step up in the organization come what may.

In today's professional environment when everybody is ready to step up at any cost possible, principles of leadership by novelty, adjustability with the cross functional team are challenging approaches, specifically it becomes tougher for the human resource department to select the right person for the right job and one who can come up with the leader's intelligence to drive the right person from the team to accomplish a particular task/project.

The above mentioned operational modifications have led to a stylistic change in the leadership pattern. It connect the dots by a resilient parallel interconnection across domains and even countries - irrespective of the nature of the organization people work into, such as government officials, private industrialists and associates and scholars.

Indeed there are stipulations when the blow out in the digital leadership is concerned.

The everlasting essence of leadership that is still seen and followed worldwide includes - avid dedication to work, focused approach, dynamism and compassion. These haven't completely rounded off but they synchronize in some way or either.

The enhanced modern leadership pattern will differ to some degrees from one country to another, cross-culture difference, industry to industry, most clearly noticeable in developed economies and information and communication technology (ICT) segment.

The contemporary organizational conditions are stimulating new leadership patterns to cushion the advancement towards more data-intensive sectors. Boosting leadership in the Information Era across IT- demands modern outlook, new expertise with business communication skills, experience based knowledge open to the individualistic characteristics recognized above.

Boosting Leadership in the Digital Epoch

We should understand to draw clear lines between two co-related yet diverse leadership classifications. Out of the two, the leadership concept with a broader aspect - "Leadership in the Trans-Digital Epoch", that takes care of the transitional leadership in any organization or industry infused in the wider changeover towards a more data-centric society.

Every team lead irrespective of the industry such as healthcare, data-mining, engineering, production, must know about the new hurdles, challenges and prospects that ICT sector poses. The second concept that rules digital ecosystem these days is, "Trans-Digital Leadership" which forms the basis of leadership in the knowledge-centric society - Counting, Connecting and Content (telecasting and interactive media). These two styles of leadership are so closely spun that it can't be separated but needs diffusion for identifying advance leadership in the crux of the ICT segment.

Trans-Digital leaders are known for their bestowal to the gradual shift towards a "knowledge-centric" world. These involve: creating awareness program, resource deployment, functional and hierarchal leadership.

Trans-Digital leadership is something that undergoes change over a period of time with the technological advancement. Early phase of transition that extends from industrial to more commercial society, marks the significance of leaders who dealt with creating awareness programs and resource deployment. The later phase acknowledges the contributions of functional and hierarchalleaders more. Trans - digital leaders fromcommercialized IT market such as William Redington Hewlett (Hewlett Packard), Stanley Tsai (AMD), Mark Zuckerberg (Facebook) and Steve Jobs (Apple) rank to the top most in thelist ofcommercializing IT.

DistinctQualities That Set Leaders Apart

Trans-Digital leaders are characterized by the varied skill sets, assertive approaches, information gathered and experience earned in years. Leadership should be encouraged by the proficient attitude in the dispersed digital epoch. Trans-Digital leaders should possess resilience, zeal to achieve something new every day and intellectual bend of mind. They should have the potential to find value even in negativity, universal outlook for observations, solutions and propositions. They must put forth their endeavors for perpetual learning from their competitors and even co-workers.

Checklist of Attributes Needed for the Trans-Digital Leaders include:

Potential to do mergers and partnerships

Proactive in approach

Stay focused defining his/her own precedencies

Explorer of learning functional knowledge more

Leverage the don't knows with the help of their social networking circles

Good morals with a "Can-Do" attitude.

Professional skills, enhanced knowledge, ageless technical experiences and profound work ethics all-inclusively accounts for a holistic individual - known as trans-digital leaders.

We believe in –

Lead Concept to Boost Leadership Aura in Our Organization

Today's fast tracked and digitally competitive era find its way more in Information and Communication Technology (ICT) segment. The IT professionals have to be driven more with the business skills, knowledge and expertise and technological problem-solving skills. Indeed true that in the absence of direct involvement and upkeep of an organization's leadership approaches, even thevast potential and academic innovations of an individual would fade out.We render three Ps – “Purpose”, “People, and “Performance” as the milestones of our professional excellence.